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I have a specific question as it relates to evergreen requisitions –
Post position in anticipation of an opening or extra work in the upcoming months > select hires from pool > unpublish or close the opening after 3 months to maintain a reasonable pool. If any are selected for hire, move through the government badging process which could be 8 months possibly a year. (This is really why we need a continual pipeline actually in the process).
Then when we have an opening in October, we move the person who has received clearance from that evergreen job that was posted in January to what is considered the same position that was advertised back in January. It is just basically when we have a start date available.
What happens if the same job but similar position becomes available? We define a position by shift but the job itself is the same, the same pay, level and duties. Is it a best practice to post an opening to that ‘real open position’ and invite everyone from that evergreen January position to apply or only those selected for hire or just those with a confirmed clearance who can actually start work?
The example would be job A posted in January with a shift of 9am – 5pm, selections made, posting unpublished or closed, but that anticipated future work has not materialized and a person has cleared. But job A with a shift of 1pm – 10pm has suddenly become open in October. Can the person cleared from the January pool, be moved in to the 1pm – 10pm job (everything else the same) or do we need to post that shift and invite everyone from January pool or only the person who cleared to apply?
This is a related article on this topic posted by Circa.
Comprised of former OFCCP directors and respected thought leaders in OFCCP compliance, affirmative action, and EEO.
President and CEO, HR Unlimited, Inc.
Member Attorney, Roffman Horvitz, PLC
Principal Consultant, DCI Consulting Group, Inc
Human Resources Manager, Circa
President, Carla Irwin & Associates, Inc.
Board Member, Circa
President and Founder, DCI Consulting
Former Director, OFCCP and Retired President, Ellen Shong & Associates,
Managing Attorney, Roffman Horvitz, PLC
Senior Consultant - EEO/Affirmative Action Division, Biddle Consulting Group
Lawyer, The Kaiser Law Group, PLLC
Senior Counsel, Seyfarth Shaw
Senior Consultant, Director, Biddle Consulting Group, Inc.
Vice President, Diversity, Equity, and Inclusion, Circa
Senior HR Consultant, Berkshire Associates
Former Deputy Director, OFCCP Partner, McGuireWoods LLP
Manager, Consulting Services, Affirmity
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